RECRUITMENT AND SELECTION

Question 1

-A term used to describe the individual who make up the workforce of an organization

Answer 1

HUMAN RESOURCES

Question 2

• Core function of all organizations

- Ensures that companies have the necessary talent required to operate effectively

Answer 2

HUMAN RESOURCE MANAGEMENT

Question 3

-Framework for the expansion of human capital within an organization

Answer 3

HUMAN RESOURCE DEVELOPMENT

Question 4

– HR department are viewed as the specialists in the areas that encompass Human Resources or people management.

Answer 4

EXECUTIVE ROLE

Question 5

HR department will check other departments and the organization as a whole to ensure all HR policies are being carried out in accordance with the company’s HR policy

Answer 5

AUDIT ROLE

Question 6

HR department help or facilitate other departments to achieve the goals or standards as laid out in the HR policies of the organization.

Answer 6

FACILITATOR ROLE

Question 7

HR department will advise managers on how to tackle specific managing people issues professionally.

Answer 7

CONSULTANCY ROLE

Question 8

HR department is an information provider to raise awareness and inform departments and functional areas on changes in policy.

Answer 8

SERVICE ROLE

Question 9

the major responsibilities of the HR Team where HR managers come up with plans and strategies for hiring the right kind of people.

Answer 9

RECRUITMENT AND TRAINING

Question 10

HRM encourages the people working in an organization, to work according to their potential and gives them suggestions that can help them to bring about improvement in it.

Answer 10

PERFORMANCE APPRAISALS

Question 11

HR department acts as a consultant and mediator to sort out issues in an effective manner.

Answer 11

MANAGING DISPUTES

Question 12

the process whereby company leaders and HR professionals identify key positions within the company and develop plans to fill those positions either with internal or external staff.

Answer 12

SUCCESSION PLANNING

Question 13

includes employees that are only temporary or that do not contribute to the most essential tasks the business must complete.

Answer 13

FLEXIBLE WORKFORCE

Question 14

includes employees who perform the vital activities of the company and has handful advantages such as stability, continuity and predictability.

Answer 14

CORE WORKFORCE

Question 15

this term refers to a broad category of workers whose business relationship with the organization for whom they perform the work operates on a restricted-time basis founded on a contingency such as peak workload or special projects.

Answer 15

CONTINGENT WORKERS

Question 16

a service that matches the labor needs of its corporate clients with individuals who have the skill sets necessary to meet those needs.

Answer 16

STAFFING FIRMS/STAFFING AGENCY

Question 17

the payer has the right to control or direct only the result of the work and not what will be done and how it will be done

Answer 17

INDEPENDENT CONTRACTORS

Question 18

this is more commonly called as service provider or third-party provider. This can be defined as the transfer of business process to an external organization.

Answer 18

OUTSOURCING

Question 19

a good document to look at first, as it might indicate at a glance that an applicant is “completely out of the game” when it comes to meeting your job specifications/statement of qualifications

Answer 19

COVER LETTER

Question 20

measures of learning capacity, scholastic aptitude, verbal reasoning ability, comprehension, memory, and reasoning style

Answer 20

 COGNITIVE ABILITY AND INTELLIGENCE

Question 21

measures of knowledge within academic subjects, scholastic skills (like reading and writing)

Answer 21

 ACHIEVEMENT TESTS

Question 22

measure current performance or potential in special skill areas like mechanical aptitude, musical and artistic ability and spatial abilities

Answer 22

 SPECIAL APTITUDES AND ABILITIES

Question 23

shows the key components of job requirements job analysis, each of which must be explicitly considered for inclusion in any job requirement job analysis.

Answer 23

JOB REQUIREMENT MATRIX

Question 24

Competency based approach is today used by a lot of many organizations in achieving their strategic objectives

Answer 24

JOB DESCRIPTION AND COMPETENCIES

Question 25

measures of interest in the activities, skill development and environments associated with various occupations

Answer 25

 VOCATIONAL INTEREST TESTS

Question 26

measure character ‘traits’ or personality patterns using either ‘diagnostic’ tests for measuring non-typical behavior to define treatment, or ‘development’ tests measuring typical behavior for making development plans or decisions

Answer 26

 PERSONALITY TESTS

Question 27

representation of some aspect of work that an individual would be expected to perform.

Answer 27

 JOB SIMULATION

Question 28

could be described as word-of-mouth recruitment, or at management level it is commonly known as headhunting.

Answer 28

INFORMAL RECRUITMENT

Question 29

the key to effective formal recruitment is to have the right job specifications and the right advertising strategy to attract the right employees.

Answer 29

FORMAL RECRUITMENT

Question 30

critical and valuable resource for identifying new and talented applicants. Satisfied employees are the best public relations representatives that an organization can have.

Answer 30

EMPLOYEE REFERRALS

Question 31

focused way of developing and building a broad list of contacts and using them to your advantage when you need something.

Answer 31

NETWORKING

Question 32

students who have successfully worked part-time or summer positions for the organization

Answer 32

ON-THE-JOB TRAINEES

Question 33

most business receive unsolicited resumes and job applications even when they are not hiring

Answer 33

UNSOLICITED APPLICATIONS

Question 34

depending on the type of position to be filled, high schools, trade and vocational schools, colleges and universities can be good sources of candidates.

Answer 34

SCHOOLS AND COLLEGES

Question 35

alumni files can be a good source for companies seeking educated candidates with more work experience than recent graduates generally have

Answer 35

ALUMNI PLACEMENT OFFICES

Question 36

companies usually pay a booth fee and send representatives to collect resumes and pre-screen candidates

Answer 36

JOB FAIRS

Question 37

most trade associations maintain a central clearinghouse of candidates who wish to change jobs.

Answer 37

ASSOCIATIONS

Question 38

rather than basing pay increase on promotions, pay increases can be based on knowledge and skill acquisition and contribution to the organization as a team member and individual.

Answer 38

ALTERNATIVE REWARD SYSTEMS

Question 39

greater challenge and autonomy in the workplace can be created by having employees work in teams where they are responsible for all aspects of work involved in providing a service or product, including self-management.

Answer 39

TEAM BUILDING

Question 40

Workshops, self-directed workbooks, and individual advising can be used by organizations to ensure that employees have a well-reasoned plan for movement in the organization.

Answer 40

COUNSELLING

Question 41

these organizations match job seekers with potential employers for a fee, usually paid by the employer once a candidate is hired.

Answer 41

PRIVATE EMPLOYMENT AGENCIES

Question 42

similar to private employment agencies, but their fees are usually paid by former who have laid off or downsized workers.

Answer 42

OUTPLACEMENT AGENCIES

Question 43

these firms offer employees to fill a wide range of needs, from clerical to manufacturing to professional services

Answer 43

TEMPORARY SERVICES

Question 44

employment advertising included everything from a “help wanted” sign in the window, to print ads in local newspapers or specialized publications like trade magazines, to classified ads on cable television or the internet.

Answer 44

ADVERTISING

Question 45

employees are made aware of job vacancies. Usually this is accomplished by a job posting and bidding system.

Answer 45

OPEN INTERNAL RECRUITMENT SYSTEM

Question 46

both open and closed steps are followed at the same time.

Answer 46

TARGETED SYSTEM OF INTERNAL RECRUITMENT

Question 47

very similar to the advertisement used in external recruitment. It spells out the duties and requirements of the job and show how applicants can apply.

Answer 47

JOB POSTING

Question 48

though it has not been used much in internal recruitment, more companies are using employees’ referrals to staff positions internally.

Answer 48

EMPLOYEE REFERRAL

Question 49

inspired by the successes of online auction sites like eBay and Priceline.com, a new innovation in sourcing internal candidates is bidding.

Answer 49

EMPLOYEE BIDDING

Question 50

known a commodity and require less orientation to the organization than would external hires.

Answer 50

IN-HOUSE TEMPORARY POOLS

Question 51

Most succession plans include replacement charts, which indicate positions and who is scheduled to fill those slots when they become vacant.

Answer 51

REPLACEMENT AND SUCCESSION PLANS

Question 52

an intranet is similar to the internet, except that it is confined to the organization.

Answer 52

INTRANET AND INTRAPLACEMENT

Question 53

there are equal differences between scales points for the attribute being measured and has a logical or absolute true zero point.

Answer 53

RATIO

Question 54

represent the amount of the attribute being assessed. These are numerical indicator of the attribute.

Answer 54

SCORES

Question 55

 a process used to gather and express information about persons and jobs in numerical form
 the process of assigning number to object to represent quantities of an attribute of the objects

Answer 55

MEASUREMENT